Three ways to work with David. From a $497 diagnostic to a full operational audit with hands-on implementation. Each engagement is a step on the same ladder — and most clients enter at the lowest one and climb only when the work has earned it.
Honest qualification saves both of us time. Here's who this work serves — and who it doesn't.
Each tier is a real deliverable, not a sales filter. The audit gives you a written report you can act on whether or not we ever work together again. Most clients start with one and decide from there.
David is taking three charter engagements at founding rates. In exchange: documented case study rights, two recorded video testimonials, photography access during the engagement, and permission to use your company name and industry in published results. If you're operationally serious and willing to be a reference for future clients, this is the lowest-cost entry point to this work you'll ever have.
Most leadership training fails because it stops at the individual. Delegation culture requires architecture — systems, rituals, and policies aligned across four organizational layers. From Chapter 10 of the book.
Frontline leaders implementing the Five Pillars personally. Trained, equipped, accountable. Where most consulting stops.
Delegation rituals installed: Monday Ownership Assignments, Weekly Ownership Showcases, Outcome Cards in the wild. Sustains across personnel changes.
Cross-team learning, shared delegation language, departmental standards. The level most organizations skip — and where most rollouts fail.
Delegation integrated into performance reviews, succession planning, hiring criteria, and policy. The architectural moat that makes the system permanent.
Research from the Academy of Management Executive showed organizations with four-layer architectural approaches achieved 3.8× better sustainability rates than individual-training-only approaches — reducing implementation failure from 67% to 18%.
The five-step methodology David runs every engagement on — drawn from his operational audit framework. Transparent process. Predictable rhythm. No surprises in the proposal.
Define objectives. Identify scope. Establish KPIs. Determine whether the business has growth potential or needs triage first. Gather preliminary financials, operations data, and reputation indicators.
On-site observation. Financial health review with stakeholders. Operational process mapping. Supply chain assessment. Workforce productivity analysis. Customer and market analysis. Technology and systems audit. Minimum 2 weeks.
Prioritize findings by financial impact and urgency. Root-cause analysis using SWOT, fishbone diagrams, and the Five Whys. Distinguish short-term from long-term problems. Flag safety and legal exposure for immediate correction.
Cost-reduction strategies. Revenue-boosting opportunities. Process optimization. Comprehensive implementation plan with assigned responsibilities, deadlines, and tracking KPIs. Cultural development plan, not just operational changes.
This is where most consultants stop. Where David stays. Hands-on implementation period with operational guidance. Trickle-down rollout with reasoning attached to every change. 30/60/90-day follow-up reviews. KPI tracking. Adjustment as needed.
From Chapter 9 of the book. Names and some details changed to protect privacy. Challenges, setbacks, breakthroughs, and outcomes are accurate.
58 → 42 hrs/week, team capability up across all four pillars within 16 weeks. Doctor stopped pushing anxiety medication. Marriage repaired.
17-second pause — the average silence Tommy had to learn to hold after asking "What do you think?" before his crew started solving instead of waiting.
Public vulnerability as the rebuild — Jessica's three most uncomfortable minutes started the cultural shift that no amount of micromanagement had.
47 → 28 hrs of downtime/month, blood pressure normalized, succession plan viable for the first time. The apprenticeship model in practice.
The cheapest, fastest way to find out if we should work together. If David's work isn't built for your context, he'll tell you so on the call and recommend better-fit alternatives.
Before the call: read the book (or at least the Preface + Chapter 1) and take the assessment. You'll arrive at the call with a shared language. The conversation moves faster and goes deeper.